I 摘要 在经济日益发展的今天，企业之间的竞争越来越激烈，并逐步以人才作为开展竞争 的“主战潮。处在市场经济浪潮中的企业管理人员也越来越意识到人力资源管理的重 要性。而如何吸引到优秀的人才、稳定员工队伍、使核心人才利益与公司利益长期捆绑 在一起、实现共同发展，成为当下摆在人力资源管理者面前的重要课题。在新经济浪潮 下，人力资源是现代企业增长的战略资源，而招聘则是获取人才的主要渠道。如果没有 人，企业的生产、采购、研发、销售和服务等各项环节也就无从谈起。员工招聘的目的 就是以企业战略规划为出发点，在劳动力市场上找到符合需要的合适的人，并通过招聘 有效性的评价，让企业明确招聘目标是否实现以及招聘质量的高低。国有企业是国民经 济发展的支柱和中坚力量，国有企业改革在重要领域和关键环节都取得阶段性成果，形 成更加符合市场发展规律的国有资产管理体制和现代企业制度成为国有企业发展的趋 势和方向。但国有企业存在着用人理念陈旧、重视学历和毕业院校、忽视应聘人员的实 操能力等问题，亟待改进。 本文遵循一般理论、具体分析到设计实施的逻辑研究框架，围绕着“招聘有效性” 这条主线展开研究。LY风力发电公司成立于2006年8月成立，是一家大型国有企业， 是国家能源集团旗下LY电力集团股份有限公司在河北省的区域性公司。本文紧贴LY 风力发电公司招聘实际，运用定量和定性相结合的方法，综合采用文献研究法、问卷调 查法、案例分析法等方法，对LY风力发电公司招聘有效性问题进行研究。从招聘成本、 招聘效率和招聘质量三个方面构建出国有企业招聘有效性评价指标体系，并应用构建好 的指标体系对LY风力发电公司招聘活动进行有效性评价。根据调查结果，总结陈述LY 风力发电公司招聘有效性存在的问题，并从对策和保障措施两个方面解决上述问题。文 章以完整的招聘过程为框架构建招聘有效性评价指标体系，所构建的指标更加科学、合 理。通过研究，本文得出了人力资源是企业增长的战略资源，企业应重视招聘有效性评 估工作，不断发现问题、寻求解决等几点重要结论。 河北大学硕士学位论文 II 本文的研究成果不仅有助于招聘理论的丰富和发展，而且也能全面提升LY风力发电公 司的招聘有效性。 关键词员工招聘招聘有效性国有企业 Abstract III Abstract Nowadays,withthedevelopmentofeconomy,thecompetitionamongenterprisesis moreandmorefierce,andtalentsaregraduallytakenasthe"mainbattlefield"tocarryoutthe competition.Inthetideofmarketeconomy,enterprisemanagersaremoreandmoreawareof theimportanceofhumanresourcemanagement.However,howtoattractexcellenttalents, stabilizethestaffteam,bindtheinterestsofcoretalentsandtheinterestsofthecompany togetherforalongtimeandachievecommondevelopmenthasbecomeanimportantissuefor humanresourcemanagersatpresent.Undertheneweconomictide,humanresourcesarethe strategicresourcesforthegrowthofmodernenterprises,andrecruitmentisthemainchannel toacquiretalents.Ifthereisnoone,theproduction,procurement,researchanddevelopment, salesandserviceoftheenterpriseandotherlinksarealsoimpossibletotalkabout.The purposeofemployeerecruitmentistofindtherightpeopleinthelabormarketinlinewiththe needsoftheenterprise'sstrategicplanningasthestartingpoint,andthroughtheevaluationof theeffectivenessofrecruitment,lettheenterpriseclearwhethertherecruitmentobjectiveis achievedandthequalityofrecruitment.State-ownedenterprisesarethepillarandbackbone ofthenationaleconomicdevelopment.Thereformofstate-ownedenterpriseshasachieved phasedresultsinimportantfieldsandkeylinks,andithasbecomethedevelopmenttrendand directionofstate-ownedenterprisestoformamoremarket-orientedstate-ownedasset managementsystemandmodernenterprisesystem.However,therearesomeproblemsin state-ownedenterprises,suchastheoutdatedconceptofemployment,theemphasison educationanduniversities,andtheneglectofthepracticalabilityoftheapplicants,which needtobeimprovedurgently. Thispaperfollowsthegeneraltheory,specificanalysistothedesignofthe implementationofthelogicalresearchframework,aroundthe"effectivenessofrecruitment" thislineofresearch.EstablishedinAugust2006,LYwindpowerisalargestate-owned 河北大学硕士学位论文 IV enterpriseandaregionalcompanyofLYpowergroupco.,LTD.,asubsidiaryofthenational energygroup,inhebeiprovince.Inthispaper,therecruitmenteffectivenessofLYwindpower companyisstudiedbycombiningquantitativeandqualitativemethods,literatureresearch, questionnairesurvey,caseanalysisandothermethods.Thispaperconstructstheevaluation indexsystemoftheeffectivenessofrecruitmentinstate-ownedenterprisesfromthreeaspects ofrecruitmentcost,recruitmentefficiencyandrecruitmentquality,andappliestheconstructed indexsystemtoevaluatetheeffectivenessoftherecruitmentactivitiesofLYwindpower generationcompany.Accordingtotheevaluationresults,countermeasuresareputforward fromthreeaspects:corepath,safeguardmeasuresandriskcontrol.Thispapertakesthewhole recruitmentprocessastheframeworktoconstructtherecruitmenteffectivenessevaluation indexsystem,whichismorescientificandreasonable.Throughresearch,thispaperconcludes thathumanresourcesarestrategicresourcesforthegrowthofenterprises,andenterprises shouldpayattentiontotheevaluationofrecruitmenteffectiveness,andconstantlyfind problems,seeksolutionsandotherimportantconclusions.Theresearchresultsofthispaper notonlycontributetotheenrichmentanddevelopmentofrecruitmenttheories,butalsocan comprehensivelyimprovetheeffectivenessofrecruitmentofLYwindpowercompany. KeywordsEmployeerecruitmentEecruitmenteffectivenessState-ownedenterprises 目录 V 目录 第1章绪论...........................................................................................................................1 1.1研究背景.......................................................................................................................1 1.2研究目的及意义...........................................................................................................2 1.2.1研究目的............................................................................................................2 1.2.2研究意义............................................................................................................2 1.3国内外研究综述...........................................................................................................3 1.3.1国外研究综述....................................................................................................3 1.3.2国内研究综述....................................................................................................4 1.4研究内容与方法...........................................................................................................6 1.4.1研究内容............................................................................................................6 1.4.2研究方法............................................................................................................6 1.5创新点...........................................................................................................................7 第2章相关理论概述.............................................................................................................8 2.1招聘概述.......................................................................................................................8 2.1.1招聘的概念界定................................................................................................8 2.1.2招聘的基本流程................................................................................................8 2.2招聘有效性概述.........................................................................................................11 2.2.1招聘有效性概念界定......................................................................................11 2.2.2招聘有效性评价标准......................................................................................11 2.3招聘相关理论.............................................................................................................12 2.3.1员工胜任力模型..............................................................................................12 2.3.2人岗匹配理论..................................................................................................13 2.4招聘有效性理论模型.................................................................................................14 2.4.1招聘有效性指标构建......................................................................